9 Questions to Ask Your UX Hiring Manager
At the end of your interview with the UX hiring manager, you will likely be given the chance to ask questions. Asking the right questions can help you understand how design really works inside the organization, as well as your future role's expectations and success metrics. The answers to these questions will help you make a confident, informed decision about whether you will be able to do your best work with the given company.
It should also be mentioned that asking questions might improve your changes of being hired, though that is not guaranteed. Good questions can help demonstrate your UX maturity, as well as create trust. In some cases this might also help differentiate you from other candidates. Though this is a nice bonus, realistically speaking, it is unlikely that a hiring manager will make the decision to hire you solely based on the questions you asked them after the interview.
At what stages of the product lifecycle are designers typically involved?
This question reveals whether UX designers are involved early enough to shape product direction, or whether they are brought in late to execute predefined solutions. Early involvement usually signals a more mature design practice and greater influence. Asking this shows the hiring manager that you care about impact, collaboration, and solving the right problems, not just producing screens.
How is UX represented in strategic planning and roadmap discussions?
The answer helps you understand whether UX has a voice at the decision-making table or is treated as a downstream function. It also reveals how closely design is tied to business goals. Asking this positions you as a strategic thinker who understands that UX outcomes must align with product and organizational priorities, which can increase confidence in your ability to contribute beyond execution.
How are design decisions evaluated or challenged?
This question uncovers how feedback works, who has authority over design decisions, and whether critique is grounded in data, opinion, or hierarchy. It also hints at psychological safety within the team. By asking this, you signal that you value constructive critique and evidence-based decision-making traits hiring managers associate with strong, collaborative UX professionals.
What types of user research are conducted today, and who is responsible for them?
The response reveals how seriously the organization takes research and whether designers are empowered to drive insights themselves. It also highlights potential gaps or constraints. Asking about research demonstrates UX rigor and a commitment to validation, which reassures hiring managers that your design decisions will be grounded in user needs rather than assumptions.
How often do designers have direct access to users?
This question helps you assess whether designers can build empathy firsthand or must rely on secondhand information. Regular user access is often correlated with stronger UX outcomes. Asking this shows that you prioritize user understanding and are proactive about learning—qualities that managers look for when hiring designers who can independently drive quality.
How often do designers have direct access to users?
This question helps you assess whether designers can build empathy firsthand or must rely on secondhand information. Regular user access is often correlated with stronger UX outcomes. Asking this shows that you prioritize user understanding and are proactive about learning—qualities that managers look for when hiring designers who can independently drive quality.
What problems would you expect the person in this role to solve in the first 90 days?
This reveals immediate priorities, pain points, and expectations for the role. It also clarifies whether success is defined by learning, delivery, or impact. Asking this demonstrates ownership and readiness to contribute quickly, helping the hiring manager envision you as someone who can transition smoothly into the role.
How do you measure success for a UX designer in this role?
The answer sheds light on performance criteria, incentives, and whether success is measured by outputs or outcomes. It also helps identify alignment (or misalignment) with UX best practices. By asking this, you signal accountability and professionalism—traits that reduce perceived hiring risk.
What does progression look like for a UX designer here?
This question reveals whether the organization has a clear growth framework for designers or expects them to plateau. It also signals how much the company invests in long-term talent development. Asking about progression shows commitment, ambition, and foresight, helping position you as a designer who is thinking beyond the immediate role.
